4 HR Practices to Help your Organisation become a Great Place to Work
Analyzing the innovative and ever-evolving landscape of human resource, Upasana joined GI Group in 2003 and has played an instrumental role in scaling-up the HR department as the business.
To remain attractive to both current employees and prospective candidates, organizations must continuously refine their Employee Value Proposition (EVP). While competitive pay, benefits, work-life balance, and job stability are important, they are no longer enough to retain top talent. Employees seek a deeper connection through strong workplace culture, meaningful work, learning opportunities, and a sense of purpose. Companies that foster inclusivity, career growth, innovation, and social responsibility build stronger employer brands. A positive employee experience—shaped by leadership, flexibility, and team culture—directly impacts retention and satisfaction. By aligning EVP with evolving workforce expectations, organizations can attract, engage, and retain top talent.
Promote diversity, equity, and inclusion (DEI) initiatives
Diversity, Equity, and Inclusion (DE&I) should be more than just a written policy; it must be a fundamental part of an organization’s Employee Value Proposition (EVP) and workplace culture. A strong DE&I strategy requires continuous communication, intentional action, and measurable outcomes—not just in recruitment but across all aspects of the employee lifecycle, including career development, leadership representation, and daily workplace interactions. Organizations that actively foster an inclusive environment where employees feel valued and empowered create a sense of belonging that enhances engagement, collaboration, and overall job satisfaction. When individuals from diverse backgrounds bring their unique perspectives, experiences, and ideas, businesses become more innovative, adaptable, and competitive. Moreover, a genuine commitment to DE&I contributes to a company’s reputation, helping to attract top talent while also making a positive impact on society. By embedding DE&I into their EVP and measuring progress through tangible initiatives, organizations can build a more productive, resilient, and socially responsible workplace.
Provide mentorship and career progression opportunities
Organizations must continuously invest in mentorship and career progression opportunities to support employee growth and long-term retention. Designing an effective mentorship program is crucial, as mentorship serves as a powerful tool in helping employees achieve their career aspirations. Experienced mentors provide valuable guidance, industry insights, and a realistic understanding of what it takes to succeed, helping mentees navigate challenges and accelerate their professional development. In addition to traditional mentorship, many organizations are also embracing reverse mentoring, where junior employees share their knowledge—especially in areas like technology and emerging trends—with senior leaders, fostering a culture of continuous learning and collaboration. To ensure meaningful career progression, organizations must align individual aspirations with business needs, offering structured career paths, skill development programs, and leadership opportunities. By embedding mentorship into their talent development strategy, companies create a culture of growth, engagement, and knowledge-sharing, ultimately driving both employee satisfaction and organizational success.
Regularly conduct training sessions on industry trends and soft skills
In today’s rapidly evolving industries, continuous learning and upskilling are no longer optional—they are essential. Organizations must actively create opportunities for employees to stay updated on industry trends, ensuring they remain confident, adaptable, and high-performing in their roles. Keeping employees informed about emerging developments not only enhances individual capabilities but also provides a competitive advantage for the organization. In fast-paced industries, where trends shift quickly, companies must be proactive in offering relevant training programs to keep their workforce ahead of the curve. Beyond technical expertise, it is equally important to invest in soft skills training. As workplaces become more dynamic, with multigenerational teams, flatter hierarchies, and an increasing focus on cross-functional collaboration, strong communication, leadership, adaptability, and emotional intelligence are critical for success. By fostering a culture of continuous learning, organizations can build a more agile, engaged, and future-ready workforce.
Act on employee feedback to improve workplace policies
Regular feedback sessions with employees are essential to ensure that workplace policies remain relevant, effective, and truly beneficial to the workforce. There is no universal formula for designing the perfect workplace policies; the key lies in actively listening to employees with a genuine intent to create people-centric policies. An inclusive approach that values employee insights helps organizations build a work environment that meets evolving needs and expectations. However, collecting feedback without meaningful action serves no purpose, and designing policies in isolation without employee input can lead to disengagement and inefficiency. Organizations must not only seek feedback but also demonstrate a commitment to implementing changes based on those insights. By fostering an open, responsive, and adaptable policy framework, companies can enhance employee satisfaction, strengthen workplace culture, and create an environment where employees feel heard, valued, and motivated to contribute their best.
In a rapidly evolving work environment, organizations must go beyond traditional incentives and actively refine their Employee Value Proposition (EVP) to attract, engage, and retain top talent. By embedding diversity, equity, and inclusion into workplace culture, offering structured mentorship and career development, providing continuous learning opportunities, and prioritizing employee feedback, businesses can create a thriving and future-ready workforce. A people-centric approach not only enhances employee satisfaction and performance but also strengthens the organization’s competitive edge and long-term success.
 (2).jpg "Upasana Raina, HR Director, GI Group Holding")
To remain attractive to both current employees and prospective candidates, organizations must continuously refine their Employee Value Proposition (EVP). While competitive pay, benefits, work-life balance, and job stability are important, they are no longer enough to retain top talent. Employees seek a deeper connection through strong workplace culture, meaningful work, learning opportunities, and a sense of purpose. Companies that foster inclusivity, career growth, innovation, and social responsibility build stronger employer brands. A positive employee experience—shaped by leadership, flexibility, and team culture—directly impacts retention and satisfaction. By aligning EVP with evolving workforce expectations, organizations can attract, engage, and retain top talent.
Promote diversity, equity, and inclusion (DEI) initiatives
Diversity, Equity, and Inclusion (DE&I) should be more than just a written policy; it must be a fundamental part of an organization’s Employee Value Proposition (EVP) and workplace culture. A strong DE&I strategy requires continuous communication, intentional action, and measurable outcomes—not just in recruitment but across all aspects of the employee lifecycle, including career development, leadership representation, and daily workplace interactions. Organizations that actively foster an inclusive environment where employees feel valued and empowered create a sense of belonging that enhances engagement, collaboration, and overall job satisfaction. When individuals from diverse backgrounds bring their unique perspectives, experiences, and ideas, businesses become more innovative, adaptable, and competitive. Moreover, a genuine commitment to DE&I contributes to a company’s reputation, helping to attract top talent while also making a positive impact on society. By embedding DE&I into their EVP and measuring progress through tangible initiatives, organizations can build a more productive, resilient, and socially responsible workplace.
Provide mentorship and career progression opportunities
Organizations must continuously invest in mentorship and career progression opportunities to support employee growth and long-term retention. Designing an effective mentorship program is crucial, as mentorship serves as a powerful tool in helping employees achieve their career aspirations. Experienced mentors provide valuable guidance, industry insights, and a realistic understanding of what it takes to succeed, helping mentees navigate challenges and accelerate their professional development. In addition to traditional mentorship, many organizations are also embracing reverse mentoring, where junior employees share their knowledge—especially in areas like technology and emerging trends—with senior leaders, fostering a culture of continuous learning and collaboration. To ensure meaningful career progression, organizations must align individual aspirations with business needs, offering structured career paths, skill development programs, and leadership opportunities. By embedding mentorship into their talent development strategy, companies create a culture of growth, engagement, and knowledge-sharing, ultimately driving both employee satisfaction and organizational success.
Regularly conduct training sessions on industry trends and soft skills
In today’s rapidly evolving industries, continuous learning and upskilling are no longer optional—they are essential. Organizations must actively create opportunities for employees to stay updated on industry trends, ensuring they remain confident, adaptable, and high-performing in their roles. Keeping employees informed about emerging developments not only enhances individual capabilities but also provides a competitive advantage for the organization. In fast-paced industries, where trends shift quickly, companies must be proactive in offering relevant training programs to keep their workforce ahead of the curve. Beyond technical expertise, it is equally important to invest in soft skills training. As workplaces become more dynamic, with multigenerational teams, flatter hierarchies, and an increasing focus on cross-functional collaboration, strong communication, leadership, adaptability, and emotional intelligence are critical for success. By fostering a culture of continuous learning, organizations can build a more agile, engaged, and future-ready workforce.
Act on employee feedback to improve workplace policies
Regular feedback sessions with employees are essential to ensure that workplace policies remain relevant, effective, and truly beneficial to the workforce. There is no universal formula for designing the perfect workplace policies; the key lies in actively listening to employees with a genuine intent to create people-centric policies. An inclusive approach that values employee insights helps organizations build a work environment that meets evolving needs and expectations. However, collecting feedback without meaningful action serves no purpose, and designing policies in isolation without employee input can lead to disengagement and inefficiency. Organizations must not only seek feedback but also demonstrate a commitment to implementing changes based on those insights. By fostering an open, responsive, and adaptable policy framework, companies can enhance employee satisfaction, strengthen workplace culture, and create an environment where employees feel heard, valued, and motivated to contribute their best.
An evolving Employee Value Proposition (EVP) fosters inclusivity, mentorship, continuous learning, and employee-driven policies. A people-centric approach not only enhances engagement and innovation but also strengthens retention, driving long-term success in today’s dynamic and competitive workplace
In a rapidly evolving work environment, organizations must go beyond traditional incentives and actively refine their Employee Value Proposition (EVP) to attract, engage, and retain top talent. By embedding diversity, equity, and inclusion into workplace culture, offering structured mentorship and career development, providing continuous learning opportunities, and prioritizing employee feedback, businesses can create a thriving and future-ready workforce. A people-centric approach not only enhances employee satisfaction and performance but also strengthens the organization’s competitive edge and long-term success.
